Clarification from the agency

This position is open to members of the public who meet the general and specialized experience requirements. By law, qualified veterans who meet the experience requirements, will be given priority in regards to hiring.

This non-supervisory position is responsible for planning, operating, and administering the operation of the Human Resources Information Systems (HRIS). Data within the systems must conform to standardization set by the Office of Personnel Management (OPM), Department of Defense (DoD), Department of the Army (DA), Department of the Air Force (DAF), National Guard Bureau (NGB), and other governing legislation or agencies. Duties are performed to both Army (ARNG) and Air National Guard (ANG) organizations and the full-time workforce within the State.

As a GS-11 Information Systems HR Specialist, you will provide technical assistance and guidance to supervisors, leadership, and various staff members in the operation, maintenance, and capabilities of various Human Resource Information Systems (HRISs) such as automated personnel systems, automated records management systems, case management systems, personnel records applications, HR In-Processing via virtual platforms, and virtual personnel services. Directs and monitors operation and maintenance of the local personnel system. Analyzes quality control queries, Personnel/Payroll data reconciliations, and rejected data entries from reports. Responsible for distribution and analysis of products to ensure they meet requirements and quality standards. Conducts compliance review and submission of Position Organization Address (POA) and Organizational Hierarchy (OH) changes to National Guard Bureau (NGB). Using published guidance, verifies that system enhancements and system patches are working properly.

Provides training to familiarize HRO staff, HRO remotes, and supervisors with the HRIS. Advises applicable personnel of any updates for coding, system transactions, and maintaining system security. Provides input for the development of Standard Operating Procedures (SOPs) to be used by HRO staff and customers. Leads periodic formal training designed to inform users of current and future changes. Monitors progress of training until competence is developed within HRO functional areas.

Provides advice on the use of data for compiling personnel and statistical reports and preparing personnel action documents. Applies human resources management rules, regulations, policies, and procedures that have impact on, or are related to, HRIS. Compiles personnel and statistical reports and advises staff in the proper documentation for personnel actions. Researches and analyzes problems while monitoring actions requested to ensure that problems encountered are fixed. Reviews data flow actions to ensure that interfacing systems are updated initiating the re-flow process when necessary. Ensures HRO staff is informed and trained on system changes, including patches, messages, and system advisory notices. Identifies system operational problems and works with local Information Technology (I.T.) and NGB to coordinate activity for timely resolution. Ensures only authorized person(s) have access to the system. Uses automated system to effectively process personnel actions in accordance with the Guide to Processing Personnel Actions and local personnel systems checklists. Monitors and controls HRIS access. Performs user account management services by identifying users to be added/deleted/modified. Provides customer service for HRIS helpdesk tickets, requests for information and/or assistance.

As a GS-12, not only will you perform the duties of the GS-11,you will serve as the primary state technical advisor for HR Information Systems with a thorough understanding of HRO functional areas and internal processes (e.g., Staffing, Benefits, etc.) and how their inter-relationships impact processing of personnel actions. Apply an expert knowledge of HR management rules, regulations, policies, and procedures that have impact on or are related to HR systems and applications. Provides management advisory services to all levels of customers requiring knowledge of each HRO functional area. Serves as a State-Level expert in providing analysis, evaluations, and recommendations for implementation of HR information systems. Utilizes current data reporting tools to analyze data and provide business intelligence products to senior leadership. Identify and report significant system problems to NGB. Identifies data error trends and provides training or written instructions to alleviate errors. Determines, plans, conducts, and evaluates training of HR information systems by monitoring progress and competency levels of personnel within HRO functional areas. Verifies personnel actions are processed. Conducts internal audit of actions processed to ensure compliance with regulatory and legal requirements. Responsible for the quality assurance, maintenance, and security of the Electronic Official Personnel Folders (eOPFs).

Performs other duties as assigned.

Conditions of employment

CONDITIONS OF EMPLOYMENT & NOTES:

1. Work will require access to classified information. Must be able to obtain and maintain the appropriate security clearance.

2. The work may require the incumbent to drive a motor vehicle; if so, and an appropriate valid driver's license is mandatory.

3. This position is designated as Essential Personnel and may be subject to duty in preparation for, or in response to, a state emergency or disaster declaration. Head of Agency requests to exceed 14 days in a calendar year must be approved in advance by the National Guard, Director of Manpower and Personnel (NGB-J1).

4. Participation in direct deposit is mandatory.

5. May be required to successfully complete a probationary period.

6. MULTIPLE vacancies may be filled from this announcement.

7. Wear of the military uniform while in technician status is prohibited.

9. May occasionally be required to work other than normal duty hours; overtime (COMPENSATORY TIME) may be required.

Work Environment: The work is sedentary. Some work may require walking in offices and similar areas for meetings and to conduct HR work. Work may also require walking and standing in conjunction with travel to and attendance at meetings and conferences away from the worksite. The work does not require any special physical effort.

Qualifications

If your resume does not include a narrative description of how you meet the GENERAL, SPECIALIZED experiences, and OTHER requirements, you may lose consideration for this position. Ensure that the Questionnaire is completed online in Application Manager.

GENERAL EXPERIENCE:
The following seven basic qualification competency factors are applicable to the Series GS-0201 career levels:

• Skilled in collecting and analyzing data effectively, efficiently, and accurately;
• Ability to clearly enunciate English without impediment of speech that would interfere or prohibit efficient communication;
• Ability to write English in reports and presentation formats;
• Ability to communicate clearly and effectively;
• Skilled in presenting formal training presentations and briefings;
• Ability to assess body language and perceive emotional and/or distress levels; and,
• Skilled in applying procedures and directives by reading and interpreting program material.

SPECIALIZED EXPERIENCE:
GS-11 Journeyman: Must have at least one year specialized experiences at the GS-09 Novice level or the equivalent which provided a working knowledge of National Guard missions, organizations, and federal civilian or military personnel programs. Experience performing the duties of the position; or, provide a range of competencies that provide familiarity with the subject matter or processes used in human resources programs associated with the OPM, DoD, U.S. Army, and U.S. Air Force Human Resources Programs. Must have experiences in executing personnel programs and Human Resources Information Systems. Must have knowledge and understanding of the personnel and manpower core competencies: Organization Structure; Requirements Determination; Program Allocation and Control; and, Performance Improvement. Experienced in performing technician personnel program requirements that involve advising supervisors and managers; and, experienced in completing accession planning and processing; classification and position management; and, civilian promotions. Experienced in advertising technician positions, processing assignments or reassignment actions; reviewing human resources development programs; applying education and training policy requirements; discussing retraining procedures; and/or providing retirement options. Competent in merit principles, personnel plans, programs, and policies to guide or advise others on their implementation activities. Experienced in performance management and productivity programs; or, advising on process improvement, best practices, and performance techniques.

GS-12 Advanced: In addition to the GS-11 specialized experience, applicants must have at least one year of specialized experiences at the GS-11 level or the equivalent which provided a working knowledge of National Guard missions, organizations, and federal civilian or military personnel programs. Must have experiences in executing personnel programs and Human Resources Information Systems. Experienced in performing personnel program requirements that involve advising supervisors and managers; and, experienced in completing accession planning and processing; classification and position management; and, civilian promotions. Experienced in performance management and productivity programs; or, advising on process improvement, best practices, and performance techniques. Experienced on mentorship activities. Experienced in the allocation of civilian resources through execution and management of the applicable manpower documents and higher headquarters' manpower directives and requirements. Competent in processing organization change actions to activate, inactivate, redesignate, or reorganize structures. Skilled and experienced in assessing program status; and, advising senior leaders or commanders, at all levels. Experienced in managing human resources development programs, education, voluntary education, advanced academic education, promotion testing, and libraries.

How you will be evaluated

You will be evaluated for this job based on how well you meet the qualifications above.

Once the announcement has closed, your resume and supporting documentation will be used to determine if you meet the qualifications listed on this announcement. If you are minimally qualified, your resume and supporting documentation will be compared to your responses on the assessment questionnaire to determine your level of experience. If you rate yourself higher than is supported by your application package, your responses may be adjusted and/or you may be excluded from consideration for this position. If you are found to be among the top qualified candidates, you will be referred to the selecting official for employment consideration.

Please do not use a mobile device to upload documentation.

To apply for this position, you must submit a complete Application Package which includes:

1. Resume (Maximum 2 pages)
Your resume must be submitted in PDF and support the specialized experience described in this announcement. The applicant's record of experiences, training, licensing, and education must show full possession of the competencies needed to fully perform the position's required duties and responsibilities.
If your resume includes a photograph or other inappropriate material or content, it will not be used to make eligibility and qualification determinations and you may not be considered for this vacancy.
For qualifications determinations your resume must contain SALARIES, HOURS WORKED PER WEEK, AND THE DATES OF EMPLOYMENT FOR EACH JOB.
Example:
$55,000 per year; 40 hours per week, January 2001-July 2009 or January 2001-present.
If your resume does not contain this information, your application will be marked as incomplete, and you will not receive consideration for this position.

2. DD214
If you have recently retired from military service in the last 180 days, you must upload your retirement DD 214 with your application. Block 24 must show character of service.

3. If you are a CURRENT OR FORMER Federal employee, a copy of your most recent SF-50 is required. The SF-50 must indicate proof of status (for example, whether you were a career or career-conditional employee); proof of duty station location, and identifies your position title, series, grade, step, salary, tenure, and type of service (Competitive or Excepted). If you have previously held a higher grade and are applying based on that grade, you must provide a copy of the SF-50 showing you held the higher grade IN ADDITION to your last or most recent SF-50 indicating proof of current status. If you are a prior Federal employee, you are responsible for enclosing a copy of at least 2 SF-50's to determine Time-in-Grade. For example, a WGI/WGI SF-50 showing that you went from a step 1 to a step 2 would prove that you held the grade for at least 52 weeks. Do NOT submit an award SF 50, Tenure change or a General Adjustment SF-50 for proof of Time in Grade. Award/General ADJ SF-50's do not show a step change and do not prove you held the job for more than 52 weeks. Current MSNG applicants can verify your eligibility, by retrieving a copy of your Notification of Personnel Action, Standard Form 50 (SF 50) from MyBiz, https://compo.dcpds.cpms.osd.mil OR eOPF, https://eopf.opm.gov/nationalguard/.

4. Veterans' Preference (if applicable): When applying for Federal Jobs, eligible Veterans should claim preference for 5pt (TP), 10pt (CP/CPS/XP), or for Sole Survivor Preference (SSP) in the questionnaire. Disabled veterans and others eligible for 10-point preference (such as widows or mothers of eligible Veterans) must also submit an SF-15 "Application for 10 Point Veteran Preference" AND required proof as stated on the form. You must provide a legible copy of your MEMBER COPY 4 DD214(s) which shows dates and character of service (honorable, general, etc.). If you are currently serving on active duty and expect to be released or discharged within 120 days you must submit documentation related to your active-duty service which reflects the dates of service, character of service (honorable, general, etc.), and dates of impending separation. Documentation is required to award preference. An SF-50 is not sufficient to adjudicate preference. For more information on Veterans' Preference, please visit http://www.fedshirevets.gov/job/vetpref/index.aspx.

If you are unable to provide the required documents, it is your responsibility to inform the hiring agency before the job closes. Incomplete applications will not be considered.

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